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Hiring Recommendations





Guidelines : Hiring Recommendations

Hiring Recommendations Guidelines

  • Give a brief summary judgment about the applicant’s strengths and weaknesses. Follow with your recommendation for bypassing or hiring the applicant at what position and for what salary.
  • Interpret facts as they appear on a résumé and make judgments. Highlight and comment on experience and skills only as they apply to the needs of your company’s position.
  • Summarize information gained from references.
  • Let the approver know how extensive your search has been.
  • Use lists and brief phrases just as you would in a résumé to allow your reader to skim highlights quickly.
  • Attach a copy of the applicant’s résumé (if one has been prepared) in case the approver wants to verify your interpretations and conclusions.

Example 1: Candidate hiring recommendation letters

Memorandum TO:

FROM:

DATE:

SUBJECT:

Joan Davidson–Applicant for Technical Writing Instructor/Consultant With a varied background in both writing and speaking, Joan Davidson demonstrates the ability to design and deliver curriculum material in an articulate manner. Although she lacks experience in sales, Joan seems eager to participate in our training program to overcome this void. I recommend we hire her as Technical Writing Instructor/Consultant at a starting salary of $28,000. Strengths • B.A., M.A. in journalism • Extensive writing experience: has published papers in major social-sciences and engineering journals; has published college-level text supplement for writing course; has written and edited training manuals, employee handbooks, procedures for several major corporations; has written advertising copy for local and national bookstore chains; has published three plays. • Good verbal skills: has presented papers at three national conferences; has taught business writing and technical writing courses at two junior colleges for a total of six years; is permanent fill-in for local TV talk-show host; was articulate during interview and fielded questions about handling client situations well. • Pleasant personality: is open to suggestions about training; shows evidence of creative problem-solving skills; is self-motivated. Weakness • No formal sales experience: suggest training program and self-directed study, to which applicant wholeheartedly has agreed. I have made a thorough check of all references; former employers have nothing but praise for her teaching skills, her writing efforts, and her on-the-job consulting and client relationships arranged through their offices. They verify her reasons for leaving past jobs have to do solely with lack of opportunity for advancement. After reviewing approximately 60 résumés and conducting 15 interviews, I’m convinced Joan is the best-qualified candidate for this position and will make a valuable, long-term contribution to Harper. Her complete résumé is attached.

Example 2: Applicant hiring recommendation letters

Memorandum TO:

FROM:

DATE:

SUBJECT:

Katy Killegan—Applicant for Fundraising Coordinator With Katy’s strong background in fundraising for such varied organizations as The March of Dimes, her sorority’s philanthropic projects, and The Red Cross Disaster Unit, Miss Killegan has presented herself as one of our most qualified applicants. I would recommend that we hire her as Fundraising Coordinator, with a beginning salary of $25,000. Strengths • B.A. in Communications. • Experience at all levels of fundraising. She has worked as a telephone and door-to-door solicitation, a fundraising coordination assistant, and has worked closely with various businesses in conjunction with the non-profit organizations she worked for. • Excellent verbal skills. Katy gives the impression of being able to put anyone at ease and her enthusiasm when she talks of fundraising and the help it provides for people in need is infectious. • Good organizational abilities. Katy provided a portfolio of project assignments that she worked on for her sorority’s philanthropy committee. Her attention to detail and the methodical grouping of her notes and correspondence suggested that she could handle several projects at once without confusing or losing important information. Weaknesses • No experience as an actual coordinator—although she has worked for several coordinators in the past. I have contacted all of her references. The fundraising coordinator of both The March of Dimes and The Red Cross Disaster Unit spoke highly of her abilities and gave strong commendations for her as a team leader and a team player. All of her references mentioned her enthusiasm and her ability to work well with businesses during fundraising events. I have reviewed all 16 resumes, and have conducted 6 interviews. After careful consideration, I believe that Ms. Killegan will be an asset to our office. Her resume is enclosed.

Example 3: Samples recommendation documents for candidate

Memorandum TO:

FROM:

DATE:

SUBJECT:

Tony Gallant—General Manager Applicant After interviewing Mr. Gallant I have reached the conclusion that although his educational background is excellent, he lacks the experience required of the position. I would like, however, to provide you with background information concerning Mr. Gallant. Strengths • B.A. in Business with a minor in Marketing, M.A. in Management, with excellent record of scholastic achievement. • Internship experiences in supervisory positions. • Good verbal skills. He has worked in sales and has a personable demeanor. Weaknesses • No experience with scheduling. • No experience in organizing or leading employee meetings, dealing with employee complaints and difficulties, or delegating responsibilities to assistant managers. • No experience dealing with clients or business meetings on this level. • No experience coordinating advertising and sales force efforts. While Mr. Gallant is not qualified for the position for which he applied, he was an impressive interviewee, and his references spoke highly of the work he performed while in lower management. I would suggest considering him for a lower management position should one become available.

Example 4: Hiring candidate documents

Memorandum TO:

FROM:

DATE:

SUBJECT:

Jordan Henderson—Elementary Special Education Teaching Position After a second interview with Ms. Henderson, I believe she is the most qualified applicant for the position. Her wealth of experience, theories concerning teaching methods, and wide range of abilities in diverse areas such as knowing American Sign Language, Signed English, and being able to read Braille would make her a valuable addition to the staff. I would like to recommend we retain her at a beginning salary of $26,500 based on her previous experience. Strengths • A.A. in Interpreting, B.A. in Elementary Education, M.A. in Special Education. • Four years experience in special education, including the following classes: one year in a class of autistic children, two years acting as a resource teacher for hearing and visually impaired students, one year in a class for emotionally disturbed students. • Four years experience as a counselor/teacher at a camp for children with special needs. • Well-organized lesson plans were included in her portfolio, as well as her goal sheets for children in her previous classes. Weaknesses • Ms. Henderson’s only apparent weakness is her lack of familiarity with our district’s policies and procedures, which of course can be quickly remedied. While Ms. Jordan’s enthusiasm and discussion of classroom methods were impressive enough, her references were absolutely outstanding. Both of the school principals I spoke with regretted their loss of her contract, and each talked for several minutes commending Ms. Henderson for her professionalism, talent, and dedication to education. Of all the 15 applicants interviewed, I feel that Ms. Henderson would be the most qualified addition to our teaching staff. Enclosed is her resume and lesson plan portfolio.

Example 5: Employee reference letters

Memorandum TO:

FROM:

DATE:

SUBJECT:

Edward Paparillo—Editor-in-Chief Applicant After completing my interview with Edward Paparillo, I am unable to recommend him for Editor-in-Chief. While Mr. Paparillo does have an impressive record of past editing positions, he lacks the scientific background necessary for our publication. Following is a brief outline of Mr. Paparillo’s abilities: Strengths • 10 years experience at the County News as a reporter, junior editor, proofreader, and editor-in-chief. • Four years experience as editor-in-chief at OutDoors magazine. Weaknesses • No experience in astronomy or in any other scientific fields. Mr. Paparillo’s references were all solid, but all agreed that he had no real knowledge of scientific controversy. They stressed that he was a completely competent editor, but unfortunately, he lacks expertise in our main area of need. I will continue to interview candidates.

     

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